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Annual Report 2011 71 70 Two cyclones that hit Auckland in close succession in early 2011 caused about $10m worth of damage to our roads Auckland Transport Annual Report 2011 71 SECTION 3 PEOPLE AND PARTNERS Executive Leadership Team 72 People 74 Collaborating with key partners 78 A sustainable approach 80 Progress on key projects 85 Section 3 People and Partners 72 EXECUTIVE LEADERSHIP TEAM Dr David Warburton Chief Executive Before joining Auckland Transport, David was the Chief Executive for CPG NZ & Australia, and prior to that Chief Executive of Wanganui District Council. He still serves on the Whanganui District Health Board. David has a PhD in environmental engineering from Massey University and has held numerous senior management roles in the forestry, processing, packaging, property development and retail industries. Dr Kevin Doherty Chief Infrastructure Officer Most recently, Kevin held various senior leadership roles with the NZTA. Kevin led the initiation and development of the Auckland Motorway Alliance and has been integrally involved in major state highway infrastructure projects around the country. Kevin holds a Doctorate from the University of Adelaide in structural engineering and an MBA from Massey University. Fergus Gammie Chief Operating Officer Prior to joining Auckland Transport, Fergus held the role of Chief Executive of the Auckland Regional Transport Authority (ARTA). Fergus worked with ARTA since its formation in 2004. He has also worked for Auckland Regional Council, and spent many years as a Transport Consultant, playing a key role in leading and developing passenger transport, travel demand management and transport consulting for businesses throughout Australasia. David Foster Chief Financial Officer Dave Foster has been a CFO for over 20 years. He has been a member of the NZ Institute of Chartered Accountants (NZICA) for 25 years and was a member of the Financial Reporting Standards Board of NZICA. He is also a past member of the financial management working party for local government. Auckland Transport Annual Report 2011 73 Peter Clark Corporate Manager, Strategy & Planning Peter has been involved in the transport sector for 26 years and has held a variety of roles in private consulting as well as local and regional government, including most recently at ARTA. He holds an Honours degree in economics as well as Masters in both planning and transport engineering. Simon Harvey Corporate Manager, Human Resources and Customer Services Simon has had extensive global experience having worked with organisations in Australia, Singapore, Canada and the United Kingdom. He has worked in Human Resources and Strategy for large corporates such as Westpac, PWC and Vodafone and has had an active involvement in community development, working with the Ministry of Social Development on work based strategies and initiatives. Dr Stephen Rainbow Corporate Manager, Key Relationships Stephen was previously Chief of Staff for former Auckland City Mayor John Banks and prior to that was General Manager of Transport at Auckland City Council and Director of Urban Strategy at Wellington City Council. He has considerable experience in the heritage and environment sectors and was a three-term City Councillor in Wellington. Claire Stewart Corporate Manager, Special Projects Claire’s last role was as Commercial Manager in an engineering consulting firm and prior to that a Manager of corporate finance at an accounting firm. Claire has a law and commerce degree and practised in NZ and Australia. She has worked predominantly in the project management and business planning areas. Wally Thomas Corporate Manager, Communications & Public Affairs Prior to the formation of Auckland Transport, Wally was Director of Public Affairs at Waitakere City Council during which time he was seconded to the Auckland Transition Agency (ATA) as its Communications Advisor. An award-winning journalist, he has been the editor of a number of publications. He holds a NZ Diploma in Business and is a Fellow of the Public Relations Institute of New Zealand (PRINZ). Section 3 People and Partners 74 PEOPLE Auckland Transport is committed to providing a safe, Allowances and salary protection vibrant and enjoyable work environment. We aim A number of employees who were in different locations to attract, grow and retain the best talent through on 1 November were eligible for a relocation allowance. our reputation as an ‘employer of choice’ and as an All payments were made to those who applied and who organisation in which anyone can grow their careers. met the guidelines established. Our core values have been defined as People, Service, Culture Under the terms of employment contracts negotiated prior and Community and these will be modelled to our employees to transition, some staff have salary protection relating to to bring meaning to them and be embedded into how they pre-1 November terms and conditions of employment. do business. These range from six months to two years. All staff whose salary protection provisions ended in May were moved to ONE ORGANISATION – TOGETHER new contracts and the appropriate level of salary. On 1 November 2010, some 848 employees joined the new Staff benefits Auckland Transport organisation, many transitioning from one of the eight local government organisations, ARTA, Metrowater A proposed new package of staff benefits was developed and or ARTNL. discussed with the Public Service Association. These will be introduced in the 2011/2012 financial year. These are targeted Despite the fact that most of these employees relocated at the wellness of staff and include: to new offices, in Henderson, Manukau, Takapuna or the central city, the transition process was seamless, with • Health checks Auckland Transport continuing to deliver on services and • fitness-based work programmes work programmes throughout this challenging reorganisation. Manager induction training programmes were held in • Smart financial management November to impart essential information to managers and • Referral of candidates for advertised job vacancies. team leaders, to assist them with bringing the organisation into a single entity with common values. Most importantly, Staff induction people began the process of getting to know one another in Auckland Transport looks to on-board new employees in their new roles. ways that support their learning from Day One. A corporate Auckland Transport’s mix of jobs is diverse and complex, induction programme includes a workshop with an overview with around 395 unique roles. The end of June saw full-time of the organisation’s business units and key projects. These are employees at 940 against a budget of 1,020. led at a high level by the CEO, executive team and other senior managers. An orientation bus tour includes visits to various Particularly pleasing is that in this period only three positions sites and projects for a look at Auckland Transport’s work in were recruited via agencies – an endorsement of Auckland action. Feedback has been exceptionally positive. Transport’s employment brand and a significant cost saving to the organisation. Our careers website has several thousand job seekers registered on it and will be further expanded to THE INNOVATION PROGRAMME leverage online recruiting capability. Developing a culture of innovation is an important aspect of organisational growth. The innovATe programme creates Job evaluation and HR processes a vehicle for employees to contribute new ideas, through an online portal. A cross-organisation team of innovation A commitment was given to all staff that job evaluations champions reviews all ideas submitted to see which can which had been undertaken prior to transition would be be practically implemented. reviewed if requested. Employees were provided with the opportunity to comment on their roles and position The first such idea is the use of Quick Response codes on descriptions. These were then benchmarked (internally and mobile phones. This is where scanning codes from mobile externally) and where appropriate roles were re-banded or smart phones connects staff to web based information sites. re-sized. This task has been completed and all areas of question addressed. Auckland Transport Annual Report 2011 75 PEOPLE contd CAREER PATHWAYS In May 2011, a Code of Conduct was endorsed by the Executive Leadership Team and is now a requirement of ‘Growing’ our people across all disciplines is a key element all employees. This covers issues such as professionalism, in providing a challenging and rewarding workplace. We have ethics and expectations. Where possible, policies have introduced several programmes to enable career advancement been streamlined. and progression. One of these is with registered engineers. Auckland Transport employs engineers in our operations, HEALTH AND SAFETY infrastructure and strategy and planning units. In June 2011 the objectives, project structure and make-up of teams were A range of projects are laying the groundwork for a working confirmed to align with introducing a career pathway for environment that is both healthy and safe. They include: engineers. Working parties then developed the criteria that will be used to assess employees and ensure consistency of • An overarching Health and Safety Policy, manual, forms, progression across the organisation. Final proposals were templates and guidance notes which are published and made at the end of July, with a Professional Assessment available on the staff intranet Group established in August to oversee the programme • Established
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